THE UTILIZATION OF HR BIG DATA ANALYTICS TO IMPROVE EMPLOYEE ENGAGEMENT

Abstract

The objective of this research is to analyze the influence of big data analytics utilization to improve the employee engagement used Akter’s theory. The researcher used Akter’s theory about Big Data Analytics Capability (BDAC) which divided into three categories, those are management capability, technology capability, and talent capability. This research use quantitative method and primary data through survey questionnaires to gather 136 respondents. In obtaining data, the researcher used non-probability sampling method which is purposive sampling. The sample was taken from HR employees who already use big data analytics application in Indonesia; Jakarta, Bogor, Depok, Tanggerang, and Bekasi within three industries which are financial, manufacturing, and e-commerce. The finding of this study was all of the BDAC from Akter’s theory has influence with employee engagement program and the most favorable capability utilized by HR employees in Indonesia is management capability. On the other hand, technology capability has the lowest influence due to the HR employees in Indonesia view the big data technology as a new evolving technology where many Indonesian HR employees do not fully understand how to use it, and many Indonesian HR have not fully adopted that technology. Thus, this research suggested for the industry to be more aware about the big data analytics and empowering the employees’ BDAC in utilizing it. Therefore, further research for another capability in big data analytics is needed.